A study of turnover intentions vs. turnaway intentions in Singapore.

Abstract

This paper explores whether job satisfaction, burnout, and organisational or career commitment differentially affect employees’ intentions to turnover from their current organisation, and intentions to turnaway from their existing profession. Specifically, we examined whether job satisfaction and burnout (depersonalisation, emotional exhaustion and personal accomplishment) predicts turnover intentions and turnaway intentions. Additionally, we examined the relevant and compatible commitment variable to the respective behavioural intentions i.e., organisational commitment (affective, continuance, normative) to turnover intentions and career commitment to turnaway intentions.